Talent Management Systems Overview

What is Talent Management?

There are many definitions of talent management. Some are narrowly focused on the practices of developing employees.
At Human Capital Growth, we take a comprehensive view on talent management. This ensures that the reciprocating
relationships among the various HR practices are addressed. We define talent management as the practice of hiring,
developing and managing a workforce, and creating a work environment where talent can thrive and be productive.

The Model of Integrated Talent Management

Here are the major components of an integrated talent management system. Review the following pages for a brief
summary of each system.

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 System Description
Job Analysis & Job analysis is the systematic study of jobs. The process allows for defining the
Competency knowledge, skills, and abilities needed to perform the job effectively. Job analysis
Modeling information serves as the foundation for all strategic talent management work. It
connects organizational strategy and work outcomes by providing a clear
understanding of the required job behaviors, the human characteristics required to
perform the activities, the context in which the job is performed, and the outcomes
of the job.
Workforce Staffing

Talent Acquisition Talent acquisition is a process of attracting the best talent to apply for an open
position. It is a newer term for recruiting that signifies a strategic focus on identifying
job candidates whose skills are aligned with the long and short term needs of the
organization.
Employee Employee Selection involves the assessment and identification of candidates who
Selection best fit the position requirement and the organizational culture. The process involves
strategies to assess job candidates efficiently, ensure fair treatment of employees,

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fair outcomes and predict the probability of success in their target role.
Onboarding Onboarding is the process of assimilating new hires to the organization and their
work teams. It involves a series of activities that occur over an extended period that
include learning about the core purpose of the organization and building enabling
relationships.
Training & Training and development is the process of acquiring or enhancing knowledge, skills
Development and abilities to prepare the workforce to achieve higher levels of productivity and
effectiveness. It involves providing employees with structured methods to gain new
skills and opportunities to practice the skills in their jobs.
Leadership Leader development refers to the activities related to improving the competence of
Development those who play leading roles in organizations. It involves identifying those who have
the potential to lead and supporting their growth through the right set of training and
Workforce Development

experiences.
Career Planning Career planning is a bundle of activities that helps prepare employees for
advancement within their current organization. The process includes helping
employees formulate a future career plan taking into account their interest, skills and
opportunities within the organization.
It involves assessing the employee’s strengths and interests, mapping a career path
that aligns with the organization’s workforce requirements, providing support and
guidance, and channeling development effort towards the goals.
Program Program evaluation (PE) is at the heart of practicing evidence-based talent
Evaluation & HR management. It refers to the process of assessing the impact of an intervention by
Metrics gathering data to compute the right HR metrics. The process involves developing
hypotheses about expected outcomes, collecting data to assess the impact and
analyzing results to identify areas for improvement.

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 Performance Performance management (PM) is the process in which individual efforts and
Management outcomes are evaluated against organizational expectations. The purpose of
performance management is to motivate employees and align individual
performance with the organization’s business objectives.
Compensation & The compensation process is a motivational tool used for administering rewards,
Total Rewards recognizing employees and retaining talent. The focus is on ensuring internal and
external equity in pay and administering rewards packages. This process also serves
Workforce Management

as an important mechanism to communicate what is valued by the

organization. Effective compensation process allows the organization to maintain a
competitive position in the employment market.
Workforce Workforce planning is a systemic approach used for assessing current workforce
Analytics & utilization. The process requires determining priorities and allocating resources
Planning (people, capital, or materials) where they can do the help the most. It involves
forecasting future staffing needs such that the right talent is available for the right
roles at the right time and at the right cost.

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Succession Succession planning is the process of replacement or transition planning of leadership
Planning positions and critical roles. It involves identifying future candidates based on their
projected capability to grow beyond their current role. This activity is often
performed in conjunction with the strategic planning process and takes a long-term
view on the organization’s talent needs.
Organizational Global competition, new markets, and disruptive technologies are just a few elements
Culture & Change that create a need for change. Change management refers to the practices that help
Management adapt to internal and external forces which threaten organizational growth and
sustainability. The practices help enable organizational transformation through an
appropriate focus on the organizational culture and the drivers of change.
Team Team effectiveness refers to the process of diagnosing teams or structuring new
Organizational Effectiveness

Effectiveness teams for increased efficiency and effectiveness. It involves addressing team
processes such as backup behaviors, mutual sharing, and team mental models. Team
effectiveness can also be promoted through appropriate selection and training of
team members and team leaders.
Employee Experts define engagement as a positive attitude held by employees towards their
Engagement work and their organization. It creates a feeling of enjoyment and motivation leading
to increased productivity. Building an engaged workforce relates to promoting
employee satisfaction and commitment to the organization. It requires isolating the
drivers of employee motivation, satisfaction and commitment, and designing
programs to advance these outcomes.
Work Design Work design or job design is the process of structuring jobs to satisfy the motivational
needs of employees while optimizing work outcomes. Jobs are the foundation to a
business process and the building blocks of an organizational structure.